passion in our workplace passionworks! survey company findings january 2011
TRANSCRIPT
Passion in Our Workplace
• PassionWorks! Survey• Company Findings January
2011
• .
Why Now?
• Support culture change work• Assess available capacity in organization
(extent to which discretionary effort untapped talent)
• Temperature check
PassionWorks!™ Model
What’s Your Profile?
About the Diagnostic
• Results reflect a point in time.
• Three-pronged Validation – Statistician– User feedback– Interviews/focus groups
About the Diagnostic
80 Individual Questions– 40 on the conditions for
passion (e.g. impact, values, feedback, communications)
– 40 on the phases (5 questions/phase)
About the Diagnostic
45 Corporate Questions– 40 on the corporate
environment– 5 on key retention
indicators
About the Diagnostic• PassionWorks! Score: XXX/400
– The higher the score, the more probable your environment will generate a passionate team
– 275 or less will mean you are unlikely to be in a strong PassionFlow™ phase.
• Phase Scores: XX/50– 8 phases– Highest score 50/50 (only 5 in dbase for PF)– Range of intensity: 30-36/50 (lower); 37-43/50
(medium); 44+ (high)
Management Report
• Individual categories and high/low scores
• Corporate categories and high/low scores
• Key Retention Indicators with comments
83% participation rate – a significant amount of PassionFlow™ upon which to build.
PF in top 390%
PF the top
score80%
37.45
0
5
10
15
20
25
30
35
40
45
50
score
PassionFlow phase
Opportunity to shift into a strongly positive score to take Company to the next level and secure retention of talent
NEUTRAL
POSITIVE
NEGATIVE
PassionWorks™ Individual Driver Score is average.
132
298
383
0
20
40
60
80
100
120
140
160
180
200
220
240
260
280
300
320
340
360
380
400
score
Highest score(top 30 in entire dB)
Lowest score(bottom 4 in entire dB)
NEUTRAL
POSITIVE
NEGATIVE
Individual Driver Categories - Relatively happy with the conditions of immediate work environment & “self”.
Co. XYZ
dB8.90 I'm very clear on my
personal values
NEUTRAL
POSITIVE
NEGATIVE
9.05 I care about what I produce &
how
Corporate Driver Categories - Quite low (with top question scores encouraging)
Vision
/ Foc
us
Quality
Lead
ersh
ip / D
iffer
entia
tion
Inte
ract
ions
Collab
orat
ion
Proce
sses
Caring
/ Har
mon
y / C
ultur
e
Comm
unica
tions
Co. XYZ
dB 9.07 Quality of customer
relationships important
NEUTRAL
POSITIVE
NEGATIVE
Products & Services are held in relatively high esteem
NEUTRAL
POSITIVE
NEGATIVE
Products & ServicesMgt-10/9
Mgt.-8/7
Mgt.-6 or less
Emp.-10/9
Emp.-8/7
Emp.-6 or less
Excellence “as good as”
Don’t know products
First class/Excellent
Not as strong as compet-ition or are “average”
Low knowledge
Values Some products not great
Expensive NB. Products mentioned more than service
Low knowledge
Price
Claims Low knowledge across company
Not very innovative
Focus Areas
• Retention• Burnout• Resources• Communication
18
Retention is at risk, but recommendation is somewhat stronger
0.00
1.00
2.00
3.00
4.00
5.00
6.00
7.00
8.00
9.00
10.00
6.60
7.58
NEUTRAL
POSITIVE
NEGATIVE
Place to Work
20
Mgt-10/9
Mgt.-8/7
Mgt.-6 or less
Emp.-10/9
Emp.-8/7
Emp.-6 or less
People People Change PeopleHR Practices
Compen-sation
Compen-sation / Under-valued
Environ-ment
Environ-ment
Compen-sation
Opportun-ities
Lack of Upward Mobility
Excellence Vision/Values
Risk of Burnout
PassionFlowing phase
Rushing phase Resting phase Obsessing phase
37
25 2523
37
23
28
24
Co. XYZdB
People fairly happy with their immediate work experience / self, but resources a red flag.
Co. XYZ
dB
NEUTRAL
POSITIVE
NEGATIVE
Lowest immediate environment / self questions – less celebration and meaningful feedback.
NEUTRAL
POSITIVE
NEGATIVE
… but people are not so happy with the corporate environment
NEUTRAL
POSITIVE
NEGATIVE
Vision
/ Foc
us
Quality
Lead
ersh
ip / D
iffer
entia
tion
Inte
ract
ions
Collab
orat
ion
Proce
sses
Caring
/ Har
mon
y / C
ultur
e
Comm
unica
tions
Co. XYZdB
4.83 Regular
customer
feedback
RecommendationsSTART STOP KEEP
• Priority Management• Re-assess Resource
Allocation• Communicate/Get
Feedback (in/out)• Product & Service
Training• Succession
Planning/Career Mgt.
• Measure & Celebrate• Differentiate and
Innovate• Reengineering
• Making things equally important
• Avoiding performance issues
• Accepting complacency/low output
• Overwhelming key resources
• Values front & center (caring, supportive, family-focused, friendly, excellence)
• Auditing products / services for value
• Claims philosophy / processing
• Compensation benchmarking
• Having fun!
Next Steps
• Department Reports/Consultations• Action Planning by Department• Employee Seminars around “How do I
find my passion at work?”